employee leave

While the legal requirements to provide employees with paid or unpaid leave for family and medical issues become more complex, the leave-management tools and services available to employers continue to expand.
Employers with the budget to do so are outsourcing—often to a single vendor—leave-management tasks for the federal Family and Medical Leave Act (FMLA) and Americans with Disabilities Act (ADA), and state and local leave ordinances, according to recently released findings from a survey of 1,203 employers conducted in 2017. Employers with the resources to manage leave internally are increasingly using technology to assist them.

For many years, an organization’s approach to employee mental well- being was simply “leave your problems at the door”. But those days are gone. Not only are mental and emotional health issues losing their stigma, but businesses are realizing that failure to understand and fulfill employees’ total well-being requirements, such a physical and financial well-being, ultimately leads to reduced productivity and output.

In global, multicultural organisations, simply expecting all employees to speak one common language, such as English, marginalises the potential impact of international talent and leaves monolingual staff ill-equipped to help the organisation compete effectively in a globalised environment.

Leave administration is one of the most challenging aspects of workforce management and an area that continues to become more complicated as leave regulations—and lawsuits—increase. For employers, having to understand and comply with complex federal regulations, such as the Family and Medical Leave Act (FMLA), in addition to myriad local laws, union rules and company policies can be overwhelming. The task of complying with these many regulations often consumes a great deal of time for HR teams, especially those operating across multiple geographies.

Gone are the days when employees leave a company and are never heard from again. People share experiences on Glassdoor and LinkedIn. Also, an employee may come back, turn into a contractor, or even become a client. Departing employees now have power and today’s leading edge companies are asking, “How can we create a win-win departure?”

How to think about the risk to data from the mobile ecosystem
Mobile devices, even those that are corporate owned, are personal. Your CEO uses the same smartphone to send confidential emails, snap family photos, inspect customer records, get directions to meetings, and scrutinize financial reports. Every employee in your organization does the same thing. Your organization's critical data is constantly being accessed by mobile devices, and once it leaves the network you have no visibility into where it goes, and little or no ability to enforce your security policy to protect it.
Your organization’s sensitive data has made the mobile ecosystem the new frontier for a wide spectrum of risk that every CISO must now understand. Take a deep dive into all twelve elements of the Mobile Risk Matrix in the interactive table below.

What you don’t know could hurt you. From short-term family leave that only Vermont offers to leave that 25 states offer for victims of crime and violence, the land of unusual leaves is full of potential pitfalls and hazards for HR.

If you don’t know the diverse landscape of personal and family leaves that states allow, you run the risk — and could face the potential consequences — of noncompliance, reduced productivity, and employee disengagement.

In global, multicultural organizations, simply expecting all employees to speak one common language, such as English, marginalizes the potential impact of international talent and leaves monolingual staff ill-equipped to help the organization compete effectively in a globalized environment.
In an increasingly global economy, U.S. companies will perform better by hiring individuals who can communicate in foreign languages and helping current employees develop language skills. Forbes Insights, in conjunction with Rosetta Stone, surveyed more than 100 executives at large U.S. businesses (annual revenues of more than $500 million) and found that language barriers have a broad and pervasive impact on business operations. The survey found that foreign language skills will be even more vital in the future and that language abilities can help executives advance their careers, speed overseas expansion, and boost corporate—as well as personal—success.

Multiple locations. Many hourly employees. Myriad pay rates and scheduled hours. Add multiple sick leave laws to the mix. The result: potential chaos and confusion. XpertHR can help. We take the complexity out of staying on top of the shifting paid sick leave law landscape to ensure compliance, understanding and clear employee communication.
Michigan and Indiana are banning local sick leave laws. Cities from San Francisco to New York City are leading the pack in favor of them. These and other states and cities around the country are creating a complex playing field for HR professionals when it comes to ensuring compliance with paid sick leave laws. You don’t have the time, or resources, to stay on top of these trends. We do!
? Understanding variations and similarities in laws across jurisdictions
? Understanding how local laws relate to federal and state laws
? Identifying implications related to temporary and contract staff
? Ensuring compliance with notification, documentation, acc

Multiple locations. Many hourly employees. Myriad pay rates and scheduled hours. Add multiple sick leave laws to the mix. The result: potential chaos and confusion. XpertHR can help. We take the complexity out of staying on top of the shifting paid sick leave law landscape to ensure compliance, understanding and clear employee communication.
Michigan and Indiana are banning local sick leave laws. Cities from San Francisco to New York City are leading the pack in favor of them. These and other states and cities around the country are creating a complex playing field for HR professionals when it comes to ensuring compliance with paid sick leave laws. You don’t have the time, or resources, to stay on top of these trends. We do!

Multiple locations. Many hourly employees. Myriad pay rates and scheduled hours. Add multiple sick leave laws to the mix. The result: potential chaos and confusion. XpertHR can help. We take the complexity out of staying on top of the shifting paid sick leave law landscape to ensure compliance, understanding and clear employee communication.
Michigan and Indiana are banning local sick leave laws. Cities from San Francisco to New York City are leading the pack in favor of them. These and other states and cities around the country are creating a complex playing field for HR professionals when it comes to ensuring compliance with paid sick leave laws. You don’t have the time, or resources, to stay on top of these trends. We do!

As 2018 comes to a close, it is critical to ensure that your organization—and more specifically, your employee handbook—is compliant with the latest legal developments on the federal, state and local levels.
Whether it’s a new state law or an amendment to an existing local law, as an employer, you must determine whether a new or amended law affects your handbook and workplace policies and what revisions are necessary. For example, does a new statewide lactation accommodation law prompt the addition of a new policy to the employee handbook?
Here are some of the top issues you should be aware of for 2019 when updating your handbook:
1. Equal Employment Opportunity (EEO)
2. Leaves of Absence and Time Off
3. Equal Pay and Wage Discrimination
And more…
{Get the guide}

62% of employees say they don’t see changes occur from feedback they give during performance reviews.
Performance reviews help companies and managers evaluate an individual’s performance, but what they don’t do is help employees improve and grow. Why? Performance reviews must go beyond talk of achievements and shortcomings and take steps to offer opportunities and solutions for employees.
In this quick, two-page guide, you’ll learn about:
• Why performance reviews need a follow-up development plan
• Give employees greater career satisfaction by understanding their career path
• The power of specific and actionable goals in performance reviews
• How data can help you set employees up for success
• Why learning and development is necessary to transform your workforce
Get your copy and learn how to leave your employees empowered.

By downloading this trend survey you’ll learn:
The high cost of payroll errors
How organizations cover employee leave
The impact of fatigue in the workplace
Strategies for improving employee satisfaction
Employers’ top compliance concerns
And much more

Employees don’t leave companies. They leave bad managers. Bad managers are the number one reason employees quit. We’ve all experienced them at some point. They are the leading cause of employee disengagement. Today, 70 percent of North American employees feel indifferent or disengaged at work, costing the U.S. economy nearly $500 billion every year* in lost productivity, substandard performance, and employee turnover.
Please download the white paper to learn more!

Today, in the age of information, people are paid for their ideas: to create original knowledge products or add value to existing products. Given their self-reliance, it is not surprising that workers take pride in their outputs—up to half of employees take a portfolio of files with them when they leave.
When employees move on, many feel entitled to the work they’ve created.They presume it is acceptable to transfer work documents to personal computers, removable media, tablets, smartphones or online file sharing apps. Some pilfered data is innocuous and already in the public realm. But some of it is classified. Read this paper to find out how to collect and secure data to protect operations, reputation and continuity when employees leave.

Your hiring process directly impacts your retention rate. Did you know 22% of employees leave an organization within the first 45 days? Your hiring process is an employee's first exposure to your corporate culture. Get it right. There is no second chance to make a first impression.
Download our whitepaper to learn more about improving retention right from the start.

Your corporate email is a vital repository of critical business information. In the age of the cloud and mobility, empowering users accessing that information quickly and efficiently can’t be an afterthought.
You may think you can get by with your old email archive, but your organization and your employees will suffer without the latest technology.
Learn more in this TechTarget whitepaper Email Archiving: It’s Time for an Update. Download now to get the facts about:
How archaic email archives slow down productivity and increase IT help desk burdens
Why return-on-investment for old archiving solutions hurt your bottom line
Ways poor e-discovery capabilities leave you vulnerable in legal challenges

A recent survey by Osterman Research has confirmed that social media usage by employees has dramatically increased over the past few years. In short, you will leave this Webinar with a better understanding of the usage, trends, and diverse risks posed by social media.

Recruitment doesn't end with a job offer. It begins from the moment your business defines its candidate audience, and continues long after an employee leaves your company. CareerBuilder's Ultimate Recruitment Guide e-Book is a definitive how-to-hire guide compiled by our team of business experts.

68% of US employees are disengaged1 and 50% of employees will leave companies due to bad managers.
You can’t afford mediocre leadership.
If your business could deliver a 10% improvement in leadership behaviors from a total of 16 minutes of development work,3 imagine the potential for increased productivity, performance and retention you could achieve.
CompassSM powered by ADP® is a next-generation diagnostic and learning solution that helps you to boost your people’s leadership and collaboration skills in order to grow your teams from good to excellent. It’s scientifically proven to increase your team’s skills over time.
Give your organization a competitive edge as you develop your people into better leaders and collaborators.

62% of employees say they don’t see changes occur from feedback they give during performance reviews.
Performance reviews help companies and managers evaluate an individual’s performance, but what they don’t do is help employees improve and grow. Why? Performance reviews must go beyond talk of achievements and shortcomings and take steps to offer opportunities and solutions for employees.
In this quick, two-page guide, you’ll learn about:
• Why performance reviews need a follow-up development plan
• Give employees greater career satisfaction by understanding their career path
• The power of specific and actionable goals in performance reviews
• How data can help you set employees up for success
• Why learning and development is necessary to transform your workforce
Get your copy and learn how to leave your employees empowered.

Businesses face an increasingly complex set of threats to their Web applications—from malware and advanced persistent threats (APTs) to disgruntled employees and unintentional data leaks. Although there is no single security measure than can prevent all threats, there are some that provide broad-based mitigation to a number of threats. The use of SSL encryption and digital certificate-based authentication is one of them. Changes in the way we deliver services, the increasing use of mobile devices, and the adoption of cloud computing compounded by the ever-evolving means of stealing information and compromising services leave Web applications vulnerable to attack.
In this chapter, we turn our attention to the combined risk of losing data and losing customer trust.